Giving Feedback Part 1 of 2

The fear of giving feedback can be categorized into three main areas: mindset, skill, and messenger feedback. To overcome these fears, it’s important to reframe feedback as a tool for improvement, focus on the intention behind the feedback, and use empathetic language. Visualizing a positive outcome and preparing for the conversation can also help alleviate anxiety and improve the feedback process.

Giving feedback can be challenging, but a mindset shift can help. By using frameworks like SCARF (Status, Certainty, Autonomy, Relatedness, Fairness) and Nonviolent Communication (NVC), feedback can be delivered in a way that minimizes threat and maximizes reward. This approach fosters psychological safety, strengthens relationships, and encourages positive change.

When giving feedback, use frameworks like SBI (Situation, Behavior, Impact) or COIN (Context, Observation, Impact, Next steps) to structure the conversation. Provide feedback in a timely manner, framing it as a collaborative opportunity for improvement and support. If you disagree with the feedback, be transparent about the broader context and offer support to the team member, while also advocating for transparency and follow-up from senior leadership.

The podcast will be split into two episodes, the first being longer than expected. The second episode will cover different categories of feedback and provide tips.

I really value your feedback on this podcast. If there was anything in particular that helped you, or if there was a topic you’d like to see more of, please let me know. Thanks for listening!